job description
Refers to the job that the position stipulates.
In the Southern Dynasties, Liang wrote "A Letter to King Jian 'an Asking Confucius": "Although I dragged myself in the morning and evening, I didn't violate my duties, but when I left my job, I had a colleague. "Five Dynasties Yu Jing's" Langya Wang Zhongyi Dezheng Monument ":"The position of the three divisions is empty, and the hooves of the four seas are fresh. "Wang Minghao" Zhenze Dragon Language? Official system: "Tang system: there are honors, orders, officials and knighthoods." The title is honour, the official position is division, the rank is tribute, and the honour is tribute. "Hu Wei of Ding Ling", chapter 3, section 6: "He wants to quit all his posts automatically, step back and leave here. "
The difference between position, job function and professional title
Position: refers to one or several tasks undertaken by a specific person in a specific enterprise organization within a specific time. Simply put, a post refers to a task or a group of tasks that an employee of an enterprise needs to complete.
Position: the title of the employee, including power and responsibility. The ranks of national civil servants vary from the state chief (president, etc.). ) to the clerical level (clerk). The position system in the company comes from the division of administrative positions in state-owned enterprises. Therefore, the titles of clerks, directors, managers and general managers all correspond to positions in principle, and with the development of semantics, positions have this meaning.
Function: refers to the functions that people, things and institutions should have. From the perspective of people's functions, it refers to the ability of people in a certain position to complete their duties; Refers to the function of things, which is generally equivalent to the function of things; The functions of institutions generally include the authority and functions undertaken by institutions.
Title: the name of the job, usually referring to the name of a technical job.
For example, the general manager is a position, and the corresponding positions are decision-making management, senior management and daily management, while the function is senior management, and there is no title.
When addressing others, there is a way: surname+position, manager Lu, director Wu? General manager and director are their positions; There are also ways of surname+title: Potter, square worker, etc. Engineer is their title, but not all surnames+workers mean engineer. In engineering units, anyone can use this name.
The concept of job analysis
Job analysis is a highly technical job, which requires careful preparation and scientific operating procedures that match the organization's personnel management activities.
(1) preparation stage. The preparation stage of job analysis is mainly to determine the purpose of job analysis and set up working groups. The details are as follows:
1, define the purpose of job analysis. The purpose of job analysis is different, and the specific information collection content and its combination are also different. Therefore, job analysis must first be clear about the purpose and be targeted.
2. Establish a job analysis team. Team members are usually composed of analysts. The so-called analyst refers to a person with analytical expertise and a clear concept of various positions in the organization. After the team members are determined, they are given the authority to carry out analysis activities to ensure the coordination and smooth progress of analysis work.
3, clear analysis object. In order to ensure the correctness of the analysis results, we should choose a representative and typical position. If you are obsessed with secondary and unrepresentative positions, you will inevitably waste a lot of financial, material and time.
4. Establish a good working relationship. In order to do a good job analysis, we should also make psychological preparations for employees and establish friendly cooperative relations.
(2) Information collection stage. A large number of activities of job analysis are to collect relevant information, which is the basis of the work in the latter two stages and should be comprehensive, objective and accurate. The specific requirements are as follows:
1, select the appropriate information source. There are many aspects of information collection, and the credibility of information provided by different levels of information sources is also different. Job analysts should listen to different information from a fair perspective and should not be biased to ensure the authenticity of the information.
2. Flexible use of various methods. There are various methods of job analysis, such as observation, interview, experiment, questionnaire and participation. These technical methods have their own advantages and disadvantages. In the actual work analysis, we should choose according to the respondents, and we can use one method or a combination of several methods.
3. Prepare the survey outline and questionnaire in detail. Including job content, job responsibilities, work experience, age, education, etc. The content should be comprehensive and typical.
4. Collect all kinds of work-related information, whether directly related or indirectly related.
(3) Analysis stage. The analysis stage is the core of the whole job analysis, and its main job is to comprehensively and deeply analyze, judge and summarize the data collected in the second stage. The specific steps are as follows:
1, review Select all kinds of information collected, get rid of the rough and the fine, and get rid of the false and keep the true.
2. analysis. Compare each piece of information and select the key part.
3. induction. Summarize the selected important information and prepare materials for forming a job analysis report.
From the content of its analysis, there are: whether the professional title is clear, how many people are suitable to hire, the organizational position of the work, the work authority, the work responsibility, the level of work knowledge, the amount of education and training, and so on.
(4) Description stage. Only studying and analyzing a group of jobs can't complete job analysis. Analysts must sort out the information obtained and write job descriptions. Generally, the information obtained from job analysis is organized as follows:
1, text description. Express the relevant information obtained in words, and list the job title, work content, work equipment and materials, working environment and working conditions.
2. Work list and questionnaire. Analyze the positions, arrange them according to the contents and activities of the positions, judge them according to the actual personnel and list them in the form of tables or questionnaires.
3. Activity analysis. According to the work system and the order of work, list the activities of the work one by one, and then make a further detailed analysis according to each work. Activity analysis mostly analyzes the existing posts by means of observation and interview, and the information obtained is used as a reference for education and training.
4. Determinant method. Explain several important behaviors of completing a job. The positive side is the factors that are particularly needed by the job itself, and the negative side is the factors that need to be eliminated urgently.
(5) Application control stage. The main work at this stage is to train job analysts, formulate and constantly adjust various specific job analysis documents, determine the correct parts, and modify the inappropriate parts.
The religious significance of this article
(1) Concept description:
The word "minister of work" comes from the Latin nouns "servant" and "ministerium" (acting as an agent, tool or method). The position is basically a professional service. This position can be explained in two ways: more dynamic and more static:
More dynamic aspects refer to: services provided and functions or official duties performed within a specific scope of social or church life; It also refers to the act or step of performing duties and management.
Static aspect refers to: in society or church, it belongs to a relatively fixed system, such as ministries and commissions of the national administrative system, such as the Ministry of Education and the Ministry of Foreign Affairs; Or administrative units (axioms) in church management, such as the Pontifical Ministry of Education and the Ministry of Etiquette and Sacraments. The Catholic Church is used to using congregations instead of ministries, but the meaning is the same. The meaning of post to be discussed in this paper refers to a more dynamic "service action".
(2) Responsibility, like faith, promise, covenant and love, are all key words in the Bible.
Office in the New Testament:
1) According to the New Testament, service is the basic feature of Jesus' life; He is a servant of the Lord (Ma12:18 ~ 21); He said, "Whoever is the leader among you must be the slave of all, because the Son of Man has not come to serve others, but to serve them, and he will give his life as a ransom for all" (Gu10: 41~ 45; Horses 224 ~ 28; Lk. 22: 24~27). He is a master, a master, but he does what slaves should do. He said, "If I wash your feet as a master and a master, you should also wash each other's feet. I set an example for you to do what I do for you "(if thirteen. 14~ 15). The whole existence of Jesus is the service of love (John13: 33 ~ 35; 15 13).
2) The _ _ group of the early church understood this; Serving each other through the gifts of the Holy Spirit is the true foundation of Christ. Thus, service is the essence of Christianity. Christ's mission is to serve the world and perform the duty of salvation, which is entrusted by Christ. All Christians are called to a stable and organized Christ to share this responsibility according to their living conditions, privileges and roles. Christ's mission is not just for Christ. It extends to all mankind, regardless of race, religious belief and culture.
(3) A brief history:
In the history of Christian church, this core point has never been forgotten, although sometimes, as an institutionalized religion, other factors will temporarily occupy the central position, such as: the need to develop an appropriate leadership structure, or the urgent emphasis on church authority against the state, or the study of many laws and etiquette.
In the decades before the Vatican II Grand Council (1962- 1965), the concept of _ _ had been developed, especially in three aspects: 1) preaching the gospel of Jesus Christ (also known as the post of prophet). 2) Service to leaders and care for groups (also called pastoral duties). 3) Etiquette-sacred duty (also called priestly duty).
Vatican II emphasized these three aspects (LG Chapter 3; PO； CD), and strongly points out the service message in the New Testament-serving each other with love.
(4) _ _ work can be divided into the following ways:
The informal and ordinary duties in daily life, that is, all the concrete manifestations of Christ's love for others, and many services provided by Christ's own group, which are not officially or officially recognized by the church group, belong to this church group.
Positions officially recognized by church groups (official priests) are divided into two categories:
1) Bless the Ministry; It is conducted by bishops, priests and deacons. This trinity mode of work was almost ubiquitous in the Apostolic era, and it has been preserved in the traditional bishop system and church. It was not until the Reformation in the16th century (see 273) that another incompatible official leadership style emerged.
2) Neglected positions (non-consecration ministries) are performed by members (laymen and loyal friends) who have accepted the mission recognized by the church authorities or laws, so they are called "laymen" and engage in some services inside and outside the church groups in their names, such as lecturing, serving as the official judge of the church, managing financial services, etc.
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